About

Facing Conflict

We all Face Conflict EverydayWhat is the one thing we all want in life? I can think of one thing that everyone in the world can all agree on as far as what they want out of life, Happiness. Some say success is the key to happiness; some say happiness is the key to success. Regardless of which comes first, the question is how do we achieve either one of those? You will not get anywhere in life if you cannot handle conflict successfully and work toward collaboration. I believe we should all be able to live a happy, healthy lifestyle both in the home and office. To be able to live this ideal happy healthy successful life, we must know how to handle ourselves and others. We must be able handle conflict, rather than let it handle us. Nothing that is actually worth anything will come easy in life. Take marriage for example, anyone who is married will be able to honestly tell you that it is hard work. Marriage is about compromise, love, sacrifices, working together, happiness, and much more. How do we overcome the skyrocketing divorce rates in America, by collaboration. I strongly believe that people just do not work hard enough in a marriage before they give up and take the easy and oh so common route of divorce. Evidence from several studies of couples states that communication problems and destructive marital conflict are the leading risk factors for future divorce and marital distress. These problems then lead to problems with your children if you have any. Also, marital problems reflect on your work life. When there are problems at home, usually there are problems at work, or vise versa. What is the key to promoting a better lifestyle, learning to fix the conflict and collaborate with the other party. In some cases couples tend to avoid the situation, in hopes that it will just go away, or better yet resolve itself and in the end everyone will be happy. In reality, we know avoidance is not the right practice when it comes to big issues....

...Introduction
For this project, I will be writing about the various ways in resolving personality conflicts in an organization. There are conflicts which deal with personalities, discrimination and leadership. These are common situations to any organization. At my company, a conflict arises due to the mere fact that one believes the research of a Teflon product made by Boston Science Guys Corporation is stronger than the other Teflon product made by Johnson & Joe, Inc. Here are two heated employees in a debate that one knows more about a Teflon manufactured product than the other. This situation will need to have a neutral person involved to view the differences regarding the disagreement which creates a conflict of interest of the organization. That is where I step in when a situation arises. In order for me to facilitate all individuals involved, the cooperation from all will be needed. During this process, a meeting will be schedule and conducted to have both employees describe the escalated debate of something that could have been handled in a better way by both employees. If there is any sense of unwillingness, an appointed manager or supervisor of that particular department will be the person to defuse the situation in order to resolve the conflict. My input will be valued in order to move forward with an objective of what the goals of this organization needs in resolving any...

...﻿Conflicts do not always have to be destructive. In fact, in many instances, conflicts are incentives that cause us to take action to accomplish a particular goal. Getting issues out in the open and on the table allows teams to evaluate an issue with more complete information and, in the end, to make a better decision.
Too often teams operate as if they’re in an volunteer organization. You know what I’m talking about; everyone is polite during the meeting but then after the meeting’s over the cliques form to judge what he or she said. “I can’t believe what a stupid idea that was.”
Now why don’t we stop pretending to be polite and have the conflict face to face? Weren’t you taught to attack the process, not the person? Save time, save misunderstandings and ineffective performance by encouraging constructive conflict across your organization. There are many benefits to constructive conflict.
Here’s the list of constructive conflict benefits for you to consider:
1. Increased participation in decision making. When a conflict develops and the result lead to everyone getting involved, it is a good conflict. Get “buy-in” when everyone participates in the decision. Some team leaders will need to draw out quieter voices – know that it’s the leader’s responsibility to facilitate and get enough participation to make a better decision.
2. Better information. ...

...﻿Conflict Process Analysis
Introduction
My thesis is a story of a dispute about a mobile phone and phone expenses between Telecommunication (a Chinese mobile telephone operation company) and me. I will use some organizational conflict theories, several types of conflicts and methods to handle with them to finish my dissertation. Telecommunication offered considerable discounts, while the rules were harsh. Staffs did not know the specific regulations, and I lost the best opportunity to undo the damage. The conflict occurred because of those things. Finally we overcame these obstacles with a good alternative.
Handing with mobile phone affairs is close to our daily life. Moreover, it includes interest between the customer, Telecommunication and its staffs. My counterparts and I were strangers originally. Then we became game rivals through the event, and after that we became friends.
Describe the situation of this dispute, the analysis of the situation and evaluations for Telecommunications are integral to my paper.
Description of the Situation
The owner of a branch of B & you, Flavie, two staffs, Julie and Sophie were involved in the conflict. Flavie is the boss of Julie and Sophie, and I was their customer.
In August 2010, I got an admission to the university. Meanwhile, I received two discount coupons from Telecommunication (for you easy to understand, I use the B &you replacing the...

...could be missing from this excessively long book?" you ask yourself; conflict is missing. Conflict in literature provides a way to enrich any piece of fiction or non-fiction writing, it keeps you guessing. Conflict truly gives the reader a reason for each eagerly turned page. The definition of the one word, conflict, creates much controversy because there are ultimately an infinite number of interpretations. From internal to external, or physical to psychological, we love to read about it and relate to it. Without conflict, literature and history would not have such an impact on our lives today.
Internal conflict demonstrates man versus himself; a struggle within oneself that may have an external impetus. Mitch Albom, the author of The Five People You Meet in Heaven, writes about the main character and the internal guilt he feels for not succeeding in saving a young girl. In his desperate attempt to rescue her from a fire, Eddie fails and falls short of his personal expectations of his insufficient life. This strife proves so difficult that he carries it with him into his afterlife, where he finally finds relief from the agony he had so long felt. Struggle of this nature demonstrates the unsolved imperfections we have within ourselves, wanting to live up to the idea of Fitzsimmons 2 strength and great achievement that our society exhibits. In life, people around you can arouse the battle...

...﻿
Conflict & Negotiation
MGT/311
December 4, 2013
In the business world today conflict is one of the biggest problems a company has to deal with when regarding their employees and production. Conflict can come from a number of different scenarios and can cause numerous problems or issues. The Negotiation process is another key element for most businesses to run at maximum efficiency which leads to maximum profitability. Performing proper negotiating tactics helps to reduce conflict in many areas of business and ensures a company can obtain all available beneficial terms. In the following there will be a detailed definition of conflict which will include the differentiation between the traditional, interactionist, and managed-conflict views of conflict; as well as an outline of the conflict process. Finally proper negotiation will be defined as well as a contrast of distributive and integrative bargaining, the five steps of the negotiation process, how individual differences influence negotiations, an assessment of the roles and functions of third-party negotiations, and cultural differences in negotiations.
The concept of conflict does not discriminate against a particular portion of society but pulls at the coat strings of many American workers, unfortunately only a portion of society of receive the proper...

...Conflict Resolution - Winning With Difficult People - Personality Styles - DISC Why are some people, be they friends, clients, family or co-workers, so difficult to deal with? How can I talk to them without getting mad? What, if anything, did I do to create a tense situation and cause them to lose control? The reality is we all have difficult people in our lives. Professionally, they are clients or colleagues, or our boss. Personally, they can be people we live with or gave birth to! People become difficult for a variety of reasons – some of them justifiable. Perhaps their needs are not being met, or they have experienced poor communication or service. Perhaps the culprit is the lack of authority to deal with the problem, and they resent having to always defer to someone else. Some people are quick to anger and take their frustrations out on the nearest person they perceive as lower in status than themselves. And, we let them. Worse yet, we react negatively by taking their anger personally. We get angry right back at them, and "fire the client" by being difficult ourselves. In other words, we have successfully become the problem. There are two primary types of conflict. One is performance-based. This type of situation is caused when a person's work performance -- whether it's an issue of quantity or quality -- is not meeting expectations. It creates stress and problems for everyone. The second type of conflict is...

...Conflict 1
Organizational Conflict: The three views
Organizational Conflict: The three views
Conflict 2
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor. There is also conflict within individuals between competing needs and demands to which individuals respond in different ways.
Traditional view of conflict is the belief that all conflict is harmful and must be avioded.
According to Robbins and Judge in the , Organizational Behavior,2009 states that “ The view that all conflict is bad certainly offers a simple approach to looking at the behavior of people who create conflict”. Human relations view of conflict is the belief that conflict...